The Job-Post Opener: the prompt, the signals, and the send

A job posting is the most honest document a company publishes. It says what is broken, who will own fixing it, and that money is already set aside. Most outbound ignores it, or uses it as a compliment: "Saw you're hiring!" This playbook uses it as the reason for the message.

Everything here is free to copy. The prompts work in any model. Where Orange Slice saves you a step, the command is at the end of the section, but you can do every step by hand.

Why a job post beats every other signal

A funding round tells you a company has money. A job post tells you what they are about to spend it on, and who will own it.

There is a budget. A role is only posted after someone approved the headcount. The problem the role solves has money behind it now.
There is an owner. The hiring manager feels the gap every day until the seat is filled. They are the person most likely to read a message about it.
There is a deadline. The new hire will need tools, data and process in their first weeks. Decisions about that get made before they start, or in their first month.
It is public and specific. The posting tells you the stack ("HubSpot experience required"), the team size ("you'll be the second hire on the team"), and the goal ("build our outbound motion from scratch"). That is more context than most discovery calls produce.

Which job posts signal which purchase

Read the role as a sentence about what the company is about to buy. A few patterns that hold across most B2B markets:

The post	What it tells you	Who to write to
First SDR or first AE	They are starting outbound. They need lead data, a sequencer and a CRM process, usually in that order.	Founder or Head of Sales
First RevOps or Sales Ops hire	The CRM is a mess and reporting is guesswork.	VP Sales or CRO
First marketing hire	Founder-led marketing has hit its limit. Content, ads and a website refresh are next.	CEO or founder
Security or compliance engineer	An enterprise deal is asking for SOC 2 or a security review.	CTO
Customer success lead	Churn or onboarding is hurting. Support and success tools are next.	Head of Customer Success, or the founder at a small company
A role that names a tool ("Salesforce admin", "HubSpot experience required")	Their current stack, and often a migration or clean-up	The manager of the role

The last row is the quietest and the most useful. A requirements list tells you which CRM, which data warehouse, which ad platform a company runs, so your message can speak to their setup instead of guessing.

Where to find the posts for free

Skip the big job boards for this. Their summaries strip out the details you need. Go to the company's own careers page, which is almost always hosted by an applicant tracking system with a predictable address:

Greenhouse: boards.greenhouse.io/<company>
Lever: jobs.lever.co/<company>
Ashby: jobs.ashbyhq.com/<company>

To build a list, start from the companies you already want to sell to, not from the posts. Check each careers page once a week, and keep the posts that match a row in the table above. Newer is better: a post that has been up for two months has already had other sellers try the same angle.

With Orange Slice: the careers pipeline finds a company's board and reads every open role from it, free:

orangeslice enrich company_find_careers_page --website stripe.com \
  | orangeslice search company_scrape_careers_page

Each row carries the job title, the company and the posting's own URL, so you can filter for the roles that matter and keep the full description one step away.

The prompt

Paste this into Claude, ChatGPT or any model, with the full text of the job posting under it:

Read this job posting. In two short lines, name the exact gap this hire is
supposed to close, in plain words a stranger would use. Then write one
opening line for a message to the hiring manager that names that gap.
No compliment. No pitch. No "I saw you're hiring".

[paste the job posting here]

Why it works: the model has to say what the job proves before it is allowed to write the line. That stops the two most common failures, the empty compliment and the pitch that ignores the post.

Two variations worth keeping:

Same task, but write the line as a question the hiring manager would want
answered before the new hire's first day.

List the three tools or processes this new hire will need in their first
30 days, based only on what the posting says. Mark anything you inferred.

The second one is how you find out whether your product is one of those three things, before you write a word to anyone.

Who to send it to

Write to the person the new hire will report to. The posting usually says so ("reporting to our VP of Sales"). If it does not, use the table above.

Do not write to the recruiter or to a general inbox. The recruiter's job is to fill the seat, not to buy what the seat will need. The hiring manager feels the gap this week; nobody else at the company does yet.

Look up the manager by title at that company, then find their work email.

With Orange Slice:

orangeslice search employees --company-slug stripe --limit 50
orangeslice enrich work_email --linkedin-url https://linkedin.com/in/their-profile

A work email costs 25 credits ($0.05 at the base rate) and is charged only when one is found. New accounts start with 2,000 free credits.

The message

Three lines. The first is the one the prompt wrote. The second says what you would do about the gap. The third asks for something small.

[The line the prompt wrote, naming the gap the role closes.]

[One sentence on how you help teams in that exact moment, with no adjectives.]

Worth a 15-minute look before [the new hire] starts?

Rules that keep it from sounding like everything else in their inbox:

Name the job, not yourself. The first words are about their posting.
No numbers you did not measure. "Teams like yours see 3x more pipeline" is the line that gets deleted.
One ask. A call, a reply, or a resource. Not all three.
No link in the first email. It hurts deliverability and looks like a pitch.

The follow-ups

Two, then stop.

Three days later: add one thing you noticed in the posting that you did not use the first time ("You listed Salesforce. Most teams at this stage lose a week to …"). Make it about them.
A week after that: a short close. "Guessing the timing is off. If the role gets filled and the gap is still there, I'm here."

If they reply "we're not hiring anymore", ask who filled the role. The new hire is now the person with the problem and a mandate to fix it.

The whole thing on one page

Pick the job titles that signal your product (the table above).
Check the careers pages of the companies you want, once a week.
Run the prompt on every post that matches.
Find the hiring manager and their work email.
Send three lines. Follow up twice. Stop.

It takes about ten minutes per company by hand. With the commands above, the finding, reading and email lookup run in one pipeline, and the ten minutes go into the line you send.